Note that salary isn't the number being quoted, but Total Compensation. Base salary, Equity, and Bonus. Equity grants -- RSUs -- tend to be quoted as a big allo

Note that salary isn't the number being quoted, but Total Compensation. Base salary, Equity, and Bonus. Equity grants -- RSUs -- tend to be quoted as a big allocation vesting over a 4 year period. So roughly, divide by four and hope the stock only goes up to factor it into annual income. Critically, companies offer 'refresher RSUs' to employees on an annual basis to replace expiring equity grants. Which means at year 4, you've reached a steady state of RSU vesting. Because of this, people often tend to just add RSU grant to base without dividing, figuring they'll get a stream of refreshers. Bonus is more discretionary, but basically works like salary. Engineers with TC over 200k is not rare in the bay area. More tricky is people who's equity is pre-IPO; startups often pay low base salary in exchange for equity / lottery tix.